Bra Easy Pty Ltd

 

Ethical Sourcing Policy

 We are transparent with our ethical sourcing policy.  Every manufacturer that we use must sign this document.


 

1. Bribery and Corruption

 Suppliers shall not engage in acts of bribery and corruption and shall not falsify documents and records

2. Labour Rights

 Employment is freely chosen

There is no forced, bonded or involuntary prison labour

Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice

3. Freedom of association and the right to collective bargaining are respected

Workers, without distinction, have the right to join or form trade unions of their choosing and to bargain collectively

The employer adopts an open attitude towards the activities of trade unions and their organisational activities

Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace

Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates and does not hinder, the development of parallel means for independent and free association and bargaining

4. Working Conditions

A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health in the working environment

Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers

Access to clean toilet facilities and to clean and drinkable water and, if appropriate, sanitary facilities for food storage shall be provided

Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers

Suppliers will ensure that personal protective equipment is available, and workers are trained in its use. Safeguards on machinery must meet or exceed local laws

Suppliers shall assign responsibility for health and safety to a senior management representative

5. Child Labour

Concerning the appropriate age of workers and we will not work with suppliers who use child labour.

Child labour refers to work that: Is mentally, physically, or morally harmful to children;

Can negatively affect their mental, physical, or social development, and interferes with their schooling:

o by depriving them of the opportunity to attend school;

o by obliging them to leave school prematurely; or

o by requiring them to attempt to combine school attendance with excessively long and heavy work.

In short: child labour is work that deprives children of their childhood, their potential and their dignity, and is harmful to their physical and mental development.

6. Living Wages

Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event, wages should always be enough to meet basic needs and to provide some discretionary income

All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid

 Deductions from wages as a disciplinary measure or any deductions from wages not provided for by law shall not occur without the expressed permission of the worker concerned. All disciplinary measures should be recorded

7. Working Hours

Working hours comply with any Law and benchmark industry standards, whichever affords greater protection

In any event, workers shall not regularly be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 days on average. Overtime shall be voluntary, shall not be excessive, shall not be demanded on a regular basis and shall always be compensated at a premium rate

8. Discrimination

There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation

9. Regular employment

To every extent possible work performed must be based on recognised employment relationship established through law and practice

Obligations to employees under labour, or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment

10. Harsh or Inhumane Treatment

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited

11. Entitlement to Work and Immigration

Only workers with a legal right to work shall be employed or used by the supplier

All workers, including employment agency staff, must be validated by the supplier for their legal right to work by reviewing original documentation

The supplier shall implement processes to enable adequate control over agencies with regards to the above points and related legislation

12. Sub-Contracting and Home Working

There shall be no sub-contracting unless previously agreed

Suppliers must have adequate processes in place for adequately managing sub-contracting and home working to ensure sub-contractors do not abuse, exploit or provide unsafe working conditions for their employees Woolworths Limited’s Ethical Sourcing Policy Page 3 of 4

13. Environment Compliance

The facility shall comply with national and local environmental laws and regulations

The facility shall dispose of its production waste in accordance with local environmental laws and regulations

The facility must have identified and documented its key environmental impacts and implemented controls to minimise its impact on the environment with respect to solid waste disposal, hazardous chemicals storage and management, air and water emissions.

 

14. Checklist

  • The supplier does not engage in bribery or corrupt practices.
  • The workers are not forced or bonded and are free to leave their employment if they wish.
  • The workers have a right to join a union.
  • The working conditions are safe and hygienic and steps have been taken to prevent accidents.
  • The workers have access to clean toilets and drinkable water.
  • Safeguards on the machines are present.
  • No child is engaged to work in the factory.
  • The workers are provided a living wage.
  • The working hours are reasonable.
  • No discrimination during the hiring process is allowed.
  • The workers are employed as a regular obligation not using excessive fixed term contracts of employment.
  • There is no physical abuse or harsh treatment of the workers in the factory or the office.
  • There is no sub contracting unless specifically agreed with Bra Easy Pty Ltd
  • The factory and office comply with the government regulations in respect of waste and hazardous materials and the facility must have identified and documented its key environmental impacts and implemented controls to minimise its impact on the environment with respect to solid waste disposal, hazardous chemicals storage and management, air and water emissions.